Organization Change Strategy - Essay Example

The case study shows that the company has recently had great changes made in the upper management and has hired many of the middle management personsfrom other companies. The company has also added to its staff many fresh and out of college engineers to help optimize production and lower the cost of the production. Frontline Supervisors have been promoted from within the company and without any management development training. The problems that the employees in the company are facing include management not been keeping their promises concerning employee training and promotion. Some of the employees are even fearing for their jobs if they complain about the work environment. Employees are also concerned that management is not adhering to company policies, yet forcing the employees to follow company policies. Employees feel resentment over this . Because of the overwhelming production schedule, Frontline Supervisors are not training employees properly and they leave a lot of the decision- make up to the hourly employees. Some of the employees are voicing concerns that because of the lack of communication, professional development and leadership from management, they are concerned for their personal safety. However it comes to the attention that Frontline Supervisors are not happy, either. Their concerns are that no one from upper management will back them up when it comes to making technical or managerial decisions. Here the only solution to the problem that we can see is that there is no communication among the employers and the employees. There needs to be a communication between the employers and the employees so that the problems are solved and sorted out. In the case study we see that there are many issues among the employees that they are afraid to discuss with the higher authorities having the fear in there minds that they will get fired consequently. Here the authorities also seem to be in trouble. They seem to think that the higher authorities still have to make some decisions, which have to be backed up by the higher authorities as well. So every level is depending on the higher authorities to get there troubles solved. In a 2001 study, the decision making process has been lined up as "efficient decision-making involves a series of steps that require the input of information at different stages of the process, as well as a process for feedback". Decision making as a process is recognized all over the world for its importance. It is the process which is the result of thinking processes that go on which in the need leads to the final action implemented as the result of the thinking process. Every decision-making process always ends in a final selection. The output can be an action or a judgment of choice. In this case the upper authorities need to define and clarify the issue and need to see if they deserve any action or any implementation. If the implementation is needed than when is it needed. It deals with the urgency or not. By the upper management all the facts should be gathered and understand their causes. The higher authorities should be thinking about the options and solutions. The pros and cons of each option should be properly considered (Ullman, 2006, p.23). Proper consultation should be done in the case where it is necessary. After all the consultation process the best option should be selected. Any possible vagueness should be or 'foot in both camps' compromise. The authorities should make there employees aware of the decision that has been made as they are the stakeholders and they are the ones who ill be affected by the decision in the end. In any company the stakeholders are those who are the ones directly effected by the decisions that the authorities make so they are the ones who need to know the decisions that have been implemented in nay case that have been made by the authorities. In this case study we see that there is no communication between the employers and the employees which is basically leading to many problems ands confusions in the lower level of the authorities. These confusions and the vague problems will create the problem for the authorities in the end (Fitzgerald, 2002, pp. 98-103). The authorities need to be made known of all the problems that are being faced by the employers. The authorities as wee see are employing newer people for the purpose of increasing the production and decreasing the cost of the production. The engineers have been hired which have no experience about the work and they have been employed in the company for the purpose of increasing the production so as to benefit the company in the end. Various employees have been promoted to certain designation by the authority to which they have no experience. The promoted employers are thus having problems that they do not know how to handle the situation in this way (Li, 2003. pp 90-98). The employees can not take there problems to there higher authorities as they fear that of they do than the higher authorities will manage to terminate them and hire better employees. So there is a communication gap between the employees and the employers. It has been noticed as well that the higher authorities are also having troubles in communicating their problems to their higher authorities. So we see that there is a huge communication gap here which has to be cleared out before any new complication arises here. The decision making process will help the authorities and the employees to come pout of this problem. The first and the foremost task that as to be doe here is that the authorities should be informed of the problems that they are facing in a way that does not offend the authorities in any offensive message should not be passed on to the authorities. A communication gap resolution is that needs to be resolved. The problems lie down in various points., the problems that are being faced by the new people who have no experience and t hey need to be made aware as to what they have to do and what are there aims and how will they get the training for that. Is there any higher official appointed to train the new employed ones. The new employed ones need to be told of the aims, goals and the incentives so as to make them more hard and up to the point. There are some problems that are being face by the older employees who have been promoted to the higher positions. Even they are not aware of their goals and there aims and they need to be trained for what they have to do so far. They have to convey their problems to the higher authorities as well in a softer way so as it understood by the higher authorities in a better way (Shapira, 2002, pp 12-17). Thus in this way by conducting a meeting with the higher authorities the problems that are being faced by the people on the company can be conveyed to the authorities, so the higher authorities get the true picture of what problems are being faced by the employees in the company. A proper picture should be painted in front of the authorities so as to let them know that if the communication gap persists it will harm the company in the end. The employees should align all of the problems that are being faced by them in a proper manner so that each and every single detail of the problem is put in front of the authorities so that they get a clear picture. All the issues and all there needs and wants should be placed in an organized manner in front of the authorities. In the meeting after all the issues have been laid down the authorities should be suggested and in this way the authorities can be helped as to sort out a map to solve the problems of the companies that they may face in the future. If the solutions to the problems that the employees are facing are laid down in front of the authorities than the authorities will have something to think over. So the authorities will have a direction as to what should be the solutions to the entire minor and the major issues being faced by the employees in the company (Fitzgerald, 2002, pp. 34-37). As we see that the first and the foremost problem that the authorities need to solve is the training official to be hired over to the new employees that are being hired. As the new employees do not know how to carryout the work so if a training official is hired and he trains the new employees than the new employees carry out with there work. In this case this should also be seen that the new training official should be properly experienced and should know the basics of the training process and should be aware of the company's profile as to what the company deals in and what are the goals and the aims of the company. The training official there by should be able to properly clarify to the new employees the aims and the goals of the company so they are clear about what they have to do to make the company prosper in a better way. The older employees who have the experience are facing the next problem but they have been promoted to the higher destination to which they are unaware of and they do not know what to do. Being experienced and aware of the company's profile since more than five years these are the employees who do not need any training official to make them aware of the aims and goals of the company (Ullman, 2006, pp. 12-16). The employees here in this case need to be made aware of their responsibilities at the higher posts and how can they contribute to the company's profile. So they have to conduct a meeting with the higher authorities in which they are made aware of all they have to do point by point. So wee see that at all level it is the case with the higher authorities. The communication gap in there case has to be filled over to line up and solver the problems. The communication gap is the one that is leading to all the confusion that is there in the employees and the employers. With the filing of the communication gap and by laying down the problems in front of eth higher authorities can lead to the designing the solutions to the problems. Thereby wee se that the decision process is the one process that involves the thinking process and that help the authorities realize what kind of problems they are facing and what can be the solutions. In this way it can also be decided as to what can be done immediate to solve the problems. Which problems are those that need immediate solution and should be prioritized at the most. What problems are the ones that need late attention or in the other words they can be solved later. Thus the priority has to be set down in this case as well (Li, 2003, pp. 32-41). We see that the decision makers, who are in the habit of depending on their past experiences, must make decisions and take actions in the rapidly changing world that the world is facing today. In this confused and unstable environment, the ability to successfully view the current situation through the usual good judgment viewpoint is often weakened. The reason in this case is because of the increasing a multitude of information sources on multiple topics. While it also includes the rapidly changing paradigms of how we think about social, cultural, organizational and economic issues. Therefore we have to concentrate on the creating internal noise within our prevailing mental models. These noises distort our awareness of what is really happening in the company and with the higher authorities. The higher authorities have to start by developing and testing hypotheses about possible scenarios, and then reduce any numerous courses of action until a small set of viable choices remain. After reviewing all the problems and making all the decisions on them, the communication of the new initiatives begins (Shapira, 2002, pp. 32-41). Fitzgerald, P. S. (2002). Decision Making. John Wiley & Sons, Incorporated. Li, Z., Zhou, Q., & Kainz, W. (2003). Advances in Spatial Analysis and Decision Making: A Selection of Peer-reviewed Papers Presented at the ISPRS Workshop on Spatial Analysis and Decision Making .Taylor & Francis. Shapira, Z. (2002). Organizational decision making. Cambridge University Press. Ullman, G. D. (2006). Making Robust Decisions: Decision Management for Technical, Business, & Service Teams. Trafford Publishing. Read More